Mental fitness for teams and leaders
Your people are not short on skill. They are short on mental space.
I work with leaders and teams who deliver, but at a cost. Reactivity, overthinking, conflict avoidance and quiet burnout are not personality traits. They are patterns, and patterns can be trained.
Book an intro call [email protected]Your mind can be your best friend, or your worst enemy.
The pattern
Most performance problems are self-sabotage in disguise.
A manager who cannot delegate. A team that agrees in the meeting and disagrees in the corridor. A high performer who works twice as hard for the same result. A leader who is sharp on strategy and blunt with people under pressure.
These look like different problems. They are the same mechanism: the part of the brain that reacts to threat takes over, and the part that thinks clearly goes quiet. It happens in seconds, all day, and nobody names it.
Mental fitness is the ability to notice that shift and come back. It is measurable, and it is trainable in the same way physical fitness is.
What we actually train
Three capabilities, practised until they hold under pressure
The programme is built on Positive Intelligence (PQ), combined with neurocoaching and my own work with leadership teams. Short daily reps, weekly sessions, real situations from your own workplace.
Self-command
Recognising the hijack as it happens and recovering in seconds instead of days. This is the muscle everything else depends on.
Naming the saboteurs
The specific patterns your people run under stress: pleasing, controlling, avoiding, hyper-achieving. Named out loud, they lose most of their power.
Clear decisions
Handling conflict, feedback and hard calls without blame and without avoidance. This is where teams get faster and safer at the same time.
How we work together
Seven weeks builds the foundation. The change happens after.
I am direct about this, because it is the single thing that decides whether the investment pays off. Seven weeks teaches the tools. It does not yet change how your organisation behaves on a difficult Tuesday.
PHASE ONE
Seven weeks: the foundation
Weekly group sessions, daily practice in the PQ app, and a shared language across the team.
- Weekly live sessions, online or on site
- App access included for the first year
- Works in groups from 6 to 25
- Delivered in Norwegian or English
PHASE TWO
Six to twelve months: implementation
This is where it becomes how you work rather than something you once attended. My recommendation is a full year.
- Monthly team sessions on live situations
- One-to-one coaching for key leaders
- Built into existing meeting structures
- Rolled out team by team
In practice
What clients say afterwards
Started with three leadership teams, then extended the programme to the rest of the company. I built a ten-week format on the PQ foundation, spread over a longer period to let the practice settle.
A NORDIC ENGINEERING COMPANY
Their own feedback after the seven weeks was that they should have taken it further and prioritised it. That comment is the reason phase two exists in every proposal I write.
A WIND ENERGY COMPANY
Who I am
Twenty years reading organisations, before I started coaching them
I spent two decades as a marketing strategist, working out why people decide what they decide. What I found is that the same unconscious mechanisms driving buying behaviour also drive careers, relationships and how a leadership team handles a bad quarter.
I also trained as a reflexologist, which taught me something most coaching misses: the body keeps score of what the mind refuses to look at. When a team is stuck, it shows up physically long before anyone says it in a meeting.
That is the combination I bring. I understand the system a pattern formed in, not only the pattern. Other coaches have theory. I have scars.
- Certified PQ Coach (Positive Intelligence)
- Neurocoaching
- 20+ years in strategy and marketing
- Based in Bergen, Norway
- Working in Norwegian and English
Start with a conversation, not a proposal
Thirty minutes, no cost, no pitch. You tell me what is actually going on in the team. If mental fitness is the wrong tool for it, I will say so.
Book an intro callPrefer email? Write to [email protected] and tell me the size of the team and what you are trying to change.